OUR APPROACH

Making Diversity, Equity and Inclusion the focus of companies’ growth and collective performance.

Diversity, Equity and Inclusion policies enable each individual to explore their talent and to take place within a more performant working collective.

Those policies can only be truly efficient when the multiple identities of employees are fully involved in the organisations’ strategy.

Each of our offers is build through a multidimensional, data-oriented, 360° and custom-made approach.

quatre personnes travaillant sur ordinateur
quatre personnes travaillant sur ordinateur

OUR TEAM

Our different professional experiences in multiple industries give us a global vision of the market.

We used to work in the pharmaceutical, luxury and culture industries and in international law firms.

That is the reason why we are able to offer you with missions at the closest of your realities.

Laura Driancourt (She/her)

CEO

Former lawyer, Laura has been working for years on the importance of diversity and follows those principles in her daily life.

Laura is now in charge of the strategy and the development of Projet Adelphité. Projet Adelphité.

Her leit motiv : “Living each day in a fair and inclusif way merits that we all do our part.”

Laura Driancourt (She/her)

CEO

Former lawyer, Laura has been working for years on the importance of diversity and follows those principles in her daily life.

Laura is now in charge of the strategy and the development of Projet Adelphité. Projet Adelphité.

Her leit motiv : “Living each day in a fair and inclusif way merits that we all do our part.”

Photo de la présidente de l'entreprise
photo de la Présidente
Photo de la directrice communication
Photo de la Directrice Communication

Dang-Minh Tran (She/her)

Co-founder - Communication Director

Working in the retail and luxury industry, Dang-Minh has seen the multiple ways women and minorities face oppression within companies.

Dang-Minh has acquired the essential keys to develop Projet Adelphité’s Communication through her retail experiences in international groups.

Her leit motiv : Respecter les multiples identités, explicites ou non, d’un’e collaborateurice, pour un collectif plus inclusif.

Dang-Minh Tran (She/her)

Co-founder - Communication Director

Working in the retail and luxury industry, Dang-Minh has seen the multiple ways women and minorities face oppression within companies.

Dang-Minh has acquired the essential keys to develop Projet Adelphité’s Communication through her retail experiences in international groups.

Her leit motiv : “Respecting the multiple identities, explicit or not, of employees for a more inclusive collective.” inclusif.

Thalia Mambu (She/her)

Co-founder - Director of Outreach

Scientific and culture mediator, Thalia has always been receptive to women and minorities rights.

Thalia follows her vocation as the Projet Adelphité’s Awareness Director.

Her leit motiv : “Pedagogy is the most efficent key for a mutual and lasting understanding.”

photo de la Directrice Sensibilisations

Thalia Mambu (She/her)

Co-founder - Director of Outreach

Scientific and culture mediator, Thalia has always been receptive to women and minorities rights.

Thalia follows her vocation as the Projet Adelphité’s Awareness Director.

Her leit motiv : “Pedagogy is the most efficent key for a mutual and lasting understanding.”

Photo de la directrice sensibilisations

OUR PROPOSAL

Nowadays, there are major changes in our society and inclusivity is at the centre of the employees’ concerns.inclusivité est au cœur des préoccupations des employé’es.

OUR PROPOSAL

La société est en plein bouleversement et l’inclusivité est au cœur des préoccupations des employé’es.

Indeed, 57% of 18-34 years old consider that their company should increase diversity and inclusion in workplace (Glassdoor – The Harris Poll – 2019 ).

Or, les pratiques et approches opérationnelles et managériales traditionnelles ne permettent pas aux entreprises de faire face aux nouveaux défis présentés par ces exigences.

We use our expertise about Diversity, Equity and Inclusion and our deep understanding of the challenges ahead to accompany you in the growth and development of a structure rooted in the expectations of the XXI century.

Indeed, 57% of 18-34 years old consider that their company should increase diversity and inclusion in workplace (Glassdoor – The Harris Poll – 2019 ).

But traditional approaches regarding operational departements and management will not be able to face the new challenges that await companies.

We use our expertise about Diversity, Equity and Inclusion and our deep understanding of the challenges ahead to accompany you in the growth and development of a structure rooted in the expectations of the XXI century.

Équipe de travail autour d'un projet
Équipe de travail autour d'un projet

HR Process

Corporate culture

Projects review and guidance

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OUR PARTNERS

THEY TRUST US